分配制度公平对员工分配公平感的影响:中国组织情境下的实证研究*

心理与行为研究 ›› 2014, Vol. 12 ›› Issue (5): 675-681.

分配制度公平对员工分配公平感的影响:中国组织情境下的实证研究^*

周浩，龙立荣

四川大学商学院,成都 610064
华中科技大学管理学院,武汉 430074

收稿日期:2013-05-27 出版日期:2014-09-20 发布日期:2014-12-19
作者简介:周浩,男,四川大学商学院副教授、硕士生导师。E-mail:zhouhao@scu.edu.cn。
基金资助:
本研究得到国家自然科学基金(71472129,71232001,71002047)、四川大学中央高校基本科研业务费研究专项项目(skqy201332)的资助。

Policy Justice: Concept, Measurement, and Effect on Distributive Justice

Zhou Hao¹, Long Lirong²

1 Business School, Sichuan University, Chengdu 610064;
2 School of Management, Huazhong University of Science and Technology, Wuhan 430074

Received:2013-05-27 Online:2014-09-20 Published:2014-12-19

摘要/Abstract

摘要： 西方组织公平领域的主流观点认为要想提高员工的分配公平感,应着力提高分配过程的公平性以及上下级互动的公平性,即程序公平和互动公平。本研究发现:在中国组织情境下,较之程序公平和互动公平(人际公平、信息公平),分配制度公平对员工分配公平感的解释力最强；在分配制度不公平的情境下,程序公平和人际公平才会影响分配公平感,仅仅起到亡羊补牢的作用。

关键词: 组织公平, 分配公平感, 分配制度公平

Abstract: Based on large body of literature review and theoretical analysis, a 6-item policy justice scale was developed firstly, and then the relation between policy justice and distributive justice was examined. The result showed that policy justice was the most important predictor of distributive justice, and the effect of procedural and interactional justice was significant only on the condition of policy injustice. It can be implied that, there are two ways to promote employees’ perception of policy justice. First, improve the basic practice of human resource management. Second, promote employees’ identification with organization’s distributive concept by recruitment and training.

Key words: organizational justice, distributive justice, policy justice

中图分类号:

B849:C93

周浩，龙立荣. 分配制度公平对员工分配公平感的影响:中国组织情境下的实证研究^*[J]. 心理与行为研究, 2014, 12(5): 675-681.

Zhou Hao, Long Lirong. Policy Justice: Concept, Measurement, and Effect on Distributive Justice[J]. Studies of Psychology and Behavior, 2014, 12(5): 675-681.

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